The leaders of organisations rarely considered the needs of employees as people were managed unitarily (Mabey, Salaman and Storey, 1998). These are known as unitarism and pluralism. "Unitarist Perspective vs. Pluralist Perspective Case Study." We will write a custom Case Study on Unitarist Perspective vs. Pluralist Perspective Case Study specifically for you for only $11.00 $9.35/page. Teamwork promotes cooperation between employees, therefore, avoiding chances of conflict of interest. Managers ought to convert them into profitable initiatives rather than criticize them. Sample question: Compare and contrast the unitary and pluralist perspectives of industrial relations and provide some typical examples of unitarist and pluralist features in workplaces. According to Bacon and Fox, workforce and management have a unity of interests, and any conflict in practice occurs due to poor employment practices. Pluralism noun. This theory regards the place of work as being integrative and harmonious. Unitarist holds that workplace conflict is avoidable. 470-490. Under this management strategy, companies can adopt non-union policies, especially when there are employee organisations in existence. The pluralist theory holds that the workplaces are made up of different sets of attitudes, values, behaviours, and beliefs. Unitarist Perspective vs. Pluralist Perspective Case Study. In the unitarism framework, the firm is perceived as being an integrated and harmonious whole. This mostly works for blue-collar jobs. Conflict must be accepted as being part of what defines organisations in this modern economy. Workers have to be loyal to the firm that they work for and the firms management. On the other hand, the unitarist theories base on the assumption that all stakeholders in organisations, especially workers and managers, have unified interests in meeting the firms goals and objectives. Although there is no significant backing, it can be speculated that Germany has many organisations which follow the unitarist approach of management. Similarities and differences between unitary theory and pluralist theory: Unitarism is a perspective that emphasizes the shared interest of all employees of the organization. This has been done through different means. If you keep using the site, you accept our. You can update your choices at any time in your settings. The theory holds that for managers to come up with productive employee management strategies, they have to start by assuming that the employees are likely to avoid work whenever they get a chance, they have limited knowledge about the work, and are prone to pursuing personal interests. Unitarian has referred to individual members interested in the organization. 1. Managers are supposed to treat employees in a manner that tries to suppress internal conflict over power by ensuring that it does not allocate powers to individual employees. An emphasis on values rather than interests raises some new problems both for unitarists and pluralists. The results were that a number of entrepreneurs and employers have begun to make attempts to de-unionise their firms. The management has the duty to design workplace relations in ways that promote self-satisfaction within the employees. 3a : a theory that there are more than one or more than two kinds of ultimate reality. If the managers become convincing and influential, the need for trade unions can quickly be done away with (Giri, 2008). On the other hand, pluralism does not believe in the power exercised by the management. Actually, conflict is endemic within the workplaces. Though it is argued that most of human resource management theory has a foundation in unitarism, most of the big and mainstream firms have put minimal emphasis on changing the management style that they use-the pluralistic manner. For instance, workplace conflict resolution rules or laws can be established through industrial relations (Grady, 1993). However, it is also important to note that some companies in the United States Companies, such as the United States Branch Bank, the United States Consumer Oil, and the United States Chemical, follow a pluralist strategy of human resource management. Moreover, they posit that whenever the management senses that conflict might erupt in an organisation, they work towards coming up with innovative methods that would turn the conflict into a productive initiative. This is especially when these conflicts are identified and put under control by using institutional responses. Highland Commons. It compares these two perspectives in a broader sense, and from the analysis, the most useful view of employee management shall be singled out. Kaufman, BE, 2008, Managing the human factor: The early years of human resource management in American industry. IvyPanda, 1 Aug. 2022, ivypanda.com/essays/unitarist-and-pluralist-managerial-perspectives/. Pluralism noun. A pluralistic managerial perspective occasionally embraces a balancing archetype. They claim that as long as managers continue interacting with employees, they are likely to quarrel. StudyCorgi. The management uses consultative approaches in reacting and providing solutions to conflicts. Views: 108. In the pluralist perspective, firms are perceived to have been made up of powerful sub-groups that are divergent in roles and goals. Overview and Key Difference The pluralist perspective has a strong link with the modern world. Giles, A 1998, Theories and concepts in comparative industrial relations, University of South Carolina Press, South Carolina. February 20, 2023. https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/. Furthermore, it combines all the attributes mentioned above with the complicated vision of relations in employment characterised by conflict (Mabey, Salaman and Storey, 1998). The application of unitarism has been adopted in human resource management. When conflicts are effectively managed, the organisation gets a chance to have a new look and create more room for development. Employee relations emerged from industrial relations in Europe in the early 1900s. According to this perspective, conflict is an indicator of faulty communication in the organisation (Collins, 1998). Mabey, C, Salaman, G, and Storey, J, 1998, Human resource management: A strategic introduction. Therefore, it is crucial to handle the concerns of workers with a lot of care to ensure the organisations success. 2 : the quality or state of being plural. Unitarism is a perspective that emphasizes the shared interests of all members of an organization while pluralism is a perspective that perceives an organization as being made up of divergent sub-groups having their own legitimate interests. The management has the duty to conduct a free and fair promotion and recruitment exercise, come up with quality communication systems that are capable of showing the employees where their interests fall, and deal with people susceptible to personality disorders (Bacon & Blyton 2007). The theory cites the states role as being that of guarding public interests; protection of the weak; and restraining power for the strong. Giri, LY, 2008, Human Resource Management: Managing People at Work. Reina Condos. Therefore, to address these problems, the managers ought to come up with rigid and direct mechanisms that would help to control all the activities the employees undertake. b : a theory that reality is composed of a plurality of entities. Overlooking some interests and addressing others might lead to the demoralisation of employees whose interests are overlooked. These firms included the United States Pharmaceutical, United States Chemical and the United States Merchant Bank. The unitarist model sees organizational employees as psychological beings who have more social that need to be satisfied rather than economic beings whose employment relationship is based on economical and financial rewards (Budd and Bhave 2010, pp. "Unitarist Perspective vs. Pluralist Perspective Case Study." Numerous well-known firms have been brought out as having applied the unitarist perspective in human resource management. This leads to new innovations in firms. (2023) 'Unitarist and Pluralist Perspectives in Management'. IvyPanda. 65 no. The key difference between unitarism and pluralism is that the unitarism is a perspective that emphasizes the shared interests of all members of an organization whereas the pluralism is a perspective where an organization is perceived as being made up of divergent sub-groups having their own legitimate interests. Various organisations and their respective management choose a specific view in the management of employee relations. "There are no oppositionary groups, therefore no rival leaders within the team". The managerial relations are the most crucial in an organisation as they determine its success. Unitarism view conflicts as dysfunctional whereas pluralism acknowledges conflicts and view them as desirable. Retrieved from https://studycorgi.com/unitarist-and-pluralist-perspectives-in-management/, StudyCorgi. London: Institute of Personnel and Development. Farnham, D, and Institute of Personnel and Development, 2000, Employee relations in context. IvyPanda. Conflict is an unavoidable aspect of the current economy, characterised by competition coupled with a lot of dynamics. Even the Hewlett Packard Company, which is broadly acknowledged for pursuing human resource management in an excellent manner, has never been described in the sense of being a model for unitarist management. What is a unitarist and pluralist approach? Kessler, I & Purcell, J 2003, Industrial Relations: Theory And Practice, Blackwell Publishing, Oxford. (2022) 'Unitarist Perspective vs. Pluralist Perspective Case Study'. [u.a. As evidenced by Kramar et al., (2021, p. 567), Unitarian addressed individual employees' interests in the workplace. If you are the original creator of this paper and no longer wish to have it published on StudyCorgi, request the removal. Pluralism model of management combines economic factors of management together with psychological concepts in labour. For the management to bring the employees together, it requires to go through the heavy task of convincing them on the need for coming together. London: SAGE. However, this approach values employees' unions and roles to avoid issues between employees and employers. If you are the copyright owner of this paper and no longer wish to have your work published on IvyPanda. The pluralistic theory is built on the assumption that the workplace is composed of unique aspects, including different values, attitudes, and beliefs. Pluralist and Marxists theories open the door to collective bargaining - Unlike the unitarists who do not see the role of trade unions in organisations, pluralists believe that trade unions play a significant role in bringing sanity into an organisation. of South Carolina Press. Singh, P & Loncar, N 2010, Pay satisfaction, job satisfaction, and turnover intent, Industrial Relations, vol. ]: Elgar. What is Pluralism Towards the end of the 20th century, a shift in the management of worker relations has been experienced. Other firms can choose to allow trade unions. Bendix, S, 2000, The basics of labour relations. a more recent variant, the neo-unitarist perspective; conflict theory, including the Marxist and pluralist perspectives; systems approach and the contrasting social action perspective. Therefore, the unitarist perspective calls for the establishment of a single source of power and integration of organisational and employee interests. In return, the management would be able to come up with measures to mitigate their potential effects or address them before they happen (Bacon & Blyton 2007). darrel williams or chase edmonds week 6 is this tea in japanese duolingo difference between pal and pla in pega write short notes on the following folding portable crib with mattress. Besides, they are supposed to help in aligning the employee interests with the organisational goals. Malden, Mass. Instead, it needs to embrace workplace conflicts and look for ways to turn the conflicts into productive undertakings. 2 : the quality or state of being plural. Trade unions tend to neutralise the power of organisational leaders in making all the crucial decisions in an organisation. (adsbygoogle = window.adsbygoogle || []).push({}); Copyright 2010-2018 Difference Between. Storey (2000) posits, Unitarism does not provide any guidelines for human resource, so that it can pursue unitarism effectively (p.12). 1. While unitarism advocates that all employees share common interests and goals, pluralism suggests that all employees do not have conflicting goals and interests. Verge-2 Condos. A majority of small organisations which operate in Germany prefer to use the market-type personnel management instead of the pluralist approach of human resource management. Two of such reference points are the unitarist and the pluralist managerial perspectives. Required fields are marked *. They believe that for an organisation to curb organisational tension, it has to make sure that it establishes a working environment that promotes self-fulfilment. They believe that workplace conflicts come because of different employee interests. Unitarists teach that organisations need to have a common interest and a single focus of loyalty. Currently, organisations employ people with diverse cultural backgrounds. This is the key difference between unitarism and pluralism. @media (max-width: 1171px) { .sidead300 { margin-left: -20px; } } Also, the unitarist perspective regards conflict negatively. There exists a wide gap in proving that unitarism exists in Western organisations. Unitarian has defined working as an entire organization as a big family and sharing common goals and purpose to become successful. Unitarian has clearly defined individual employees who share common interests and goals. Terms of Use and Privacy Policy: Legal. The theory also holds that organisations have divergent sources of leadership which are opposing in nature. Definition of pluralism. The management needs to treat the issue of workplace relations as a hole. This aspect relates with the argument about the importance of trade unions in organisations. Therefore, unions are disliked. ]: Blackwell. Therefore, whenever workers are deprived the opportunity to make decisions in the organisation, the unitarists believe that they will definitely look for ways to resist the management system that enforces these conditions. Balnave, N, 2007, Employment relations in Australia. Hyman, J, and Mason, B, 1995, Managing employee involvement and participation. This aspect underlines why the unitarist managerial perspective calls for common interests among the employees. Unitarists believe that this second source of authority, which is the trade union, is to blame for tension that arises between employees and managers. Leaders act to promote the commitment and fidelity of employees to the organisations. Madison, WI: Industrial Relations Research Association. They lead to the breakdown of communication across the different departments. One of the theories is the theory of scientific management devised by Taylor (Ross & Bamber 2009). This has the potential of creating conflict in the labour market as well as in the workplace (Farnham and Institute of Personnel and Development, 2000). This means that pluralist approaches of management which form a big part of contemporary human resource management are being embraced in management today (Wilton and Wilton, 2011). 10. Although pluralism does not consider management power exercised, it has recommended dispersed effective power instead of concentrating on some individual persons. The radical perspective is sometimes referred to as the Marxist view. The diverse ideas in this innovative world are codified through collective agreements. According to the pluralist managerial perspective, the management can and should play a central role in coming up with minimum standards and designing other policies to rectify the imbalance in the bargaining power and foster equity. Generally, people have two different perspectives of interpreting managerial practices that take place at workplaces. Along with that, maintaining work efficiency is required to maintain loyalty in the workplace. Starbucks Corporation's Global Marketing in Italy. For the modern organisations to prosper, they need to exploit the skills their diverse workforce possesses. The two perspectives have different opinions regarding organisational management. This cuts across organisations that prevailed in ancient days and the organisations in the modern days (United States, 2011). Those companies that use this approach are fully dependent on the workplace with strong cooperation between individual employees and employers to focus on primary goals. Pluralists view workplace conflicts in a positive dimension. Disclaimer: Services provided by StudyCorgi are to be used for research purposes only. Unitarism is essentially individualistic in the way it approaches employee relations. 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